Each response should be at least 100 words. 1- Some managers maintain that emplo

Question

Each response should be at least 100 words.

1- Some managers maintain that employee rating and appraisal systems must include the evaluation of subjective employee characteristics such as personality, attitude, appearance, demeanor, friendliness, and social behavior. Other managers maintain that these characteristics most often do not reflect a worker’s ability to successfully perform a job. In addition, they point out that an overreliance on subjective factors can undermine employee morale and lead to perceptions of unfairness. What role do you believe subjective factors should play in evaluating hospitality employees?

2- Some forms of undesirable employee behavior are so serious that they warrant immediate termination, despite the existence of a progressive disciplinary program. Examples could include on-the-job fighting or intoxication. Consider the case of theft by an employee. Should such behavior result in the use of progressive discipline, or should it always result in immediate termination? Would the item or dollar amount taken by the employee affect your decision? Why or why not?

3- When being evaluated by their bosses, most employees say they prefer a system that treats each employee in exactly the same manner. Interestingly, however, these same employees believe bosses should consider the individual circumstances of an incident when evaluating objectionable behavior. As an employee, which system would you prefer your boss to use? Explain your answer.

4- Alcoholism is a disability covered by the ADA. Assume a bartender was caught drinking on the job. Assume further that the bartender had disclosed he was a recovering alcoholic at the time of his hiring. As an HR manager what specific steps would you take to determine and document whether this employee could in fact be fired for violating your company’s strict policy against drinking on the job or if the employee, as a member of a protected class, is protected by the ADA?

Explanation / Answer

1. Subjective factors, as the name states, are subjective. What is important to you might not be important to me. Ultimately, the rules and policies that are set up in an organization are to serve the customer in the best possible way. A good manager would only evaluate his employee on the basis of what and why. That is, what all has the employee achieved in terms of performance, and how has the employee achieved it, as the process is as important as the end result. While good attitude, being amicable, social, etc are nice to have, it should not adversely affect an employee's appraisal. In the end, the actual work of the employee and the employee's attitude towards work, the customer, and the internal team within the organization counts.

2. Organizations have a management because they manage somebody else's money. This is why we have multiple managers in any company. They all are entrusted with managing their investor's money, and in generating returns for them. This is why employees are paid. In this regard, any form of misuse of the company's funds is a serious offence. Any form of theft should be seriously dealt with. If one case of theft is pardoned, this sets a bad precedent in the organization. The punishment should not be linked to the dollar value - an employee who steals 1 cent cannot be spared while an employee who steals $10 is fired: In both cases, the intent was malicious, and both cases deserve the same treatment.

3. Every organization has a process to deal with objectionable behaviour. In fact, they are all well documented. While individual circumstances should be considered for work related decisions, for example, relocating an employee to a particular location because of family concerns, it should not be considered for objectionable behaviour. If it is felt that an employee has a peculiar history/individual circumstance, this should be taken into account during hiring. Exceptions, if made, always set the wrong precedent for others. Employees will think if Mr A was spared due to his individual circumstances, then chances are if I behave objectionably, I will be too!

4. While hiring, it is assumed that the employee was clearly told about the strict policy about on the job drinking. If he was recovering at that point, the employer should ideally ask them employee to join after a couple of months when he is sure he is completely recovered from alcoholism. If the company has a zero tolerance policy against drinking on the job, do not hire the employee unless he has fully recovered - give him a deferred joining date. To determine the steps, first determine the jurisdiction and powers of the ADA. If it protected as a disability, check if it can overrule an organization's policy: Can it prohibit an organization from firing an employee for such a lapse? Basis this, take a decision.

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